Four Strategies For Recruiting & Retaining Top Talent

In November 2021, Capital City Bank was ranked among the top 25 “Best Banks to Work For” by American Banker for the ninth consecutive year. The Bank was also ranked by Florida Trend as one of the “Best Companies to Work For” in 2021. While these accolades are gratifying and undoubtedly impressive, Capital City Bank still shares many of our clients’ struggles when recruiting and retaining talented individuals. But Capital City Bank has developed a robust human resources strategy to ensure that when they hire the right associates, the environment is optimal for them to want to remain with the Capital City Bank family. These are just a few high-level ideas that Capital City Bank thinks about, when creating a human resource strategy focused on retaining top talent.

• Culture – When it comes to retaining the most talented individuals and creating tenure, the core strategy has to be around building the right company culture. While there is a definite correlation between a hostile work environment and high employee turnover, the idea of culture creation has to go beyond simply being a “nice place to work.” A culture strategy has to be: deliberate, definable and actionable.
• Care – The fundamental building block of an employee-driven culture is the idea of “care.” Just as we each care about family and friends, employees will mirror the care and attention they receive from their employer. Care can be expressed in various ways and programs within an organization. Still, they all aim to achieve the same idea: allow employees to feel supported and empowered to pursue their goals and needs. 
• Benefits – Benefits certainly have their merits when attracting and retaining talent. While traditional benefits like medical, dental and 401k are significant as part of the overall “care” strategy, they have become more of an expectation amongst some candidates. Companies should start thinking outside the box and looking to add to their benefits mix enhanced offerings such as rewards/recognition, company paid volunteer time, remote working and even activities as simple as an employee jeans day.
• Growth – Whether you are speaking professional, physical or spiritual, the mindset to grow, expand and desire more is ingrained in the human DNA. What makes us human is that we all seek and achieve growth in various ways. Some seek career growth opportunities, while others seek opportunities to grow knowledge, talents, hobbies or spirituality. When associates feel empowered and supported in pursuing their personal growth, it can be incredibly comforting and go a long way to helping improve overall morale, loyalty and longevity.

There are numerous ways an organization can demonstrate commitment and support for its employees. What is most important is creating a culture within your organization that can listen, analyze and adapt to the changing needs of your employee base. Attempting to be “everything to everyone” is often a recipe for disaster. However, businesses can quickly identify a few core needs of their workforce that align with the organizational mission statement and build an exceptional recruiting and retention program around those fundamentals.

Speak to your Treasury Management banker to be referred to an investments or wealth advisor near you who will gladly discuss options and strategies to consider for your business.